IT Training as a Strategy for Business Productivity in Developing Countries

2008 ◽  
pp. 3101-3111
Author(s):  
Shirish C. Srivastava ◽  
Thompson S.H. Teo
Keyword(s):  
Developing Countries ◽  
Management Training ◽  
Training Needs ◽  
It Adoption ◽  
Delivery Methods ◽  
Training Requirements ◽  
Training Needs Assessment ◽  
Hierarchical Organizations ◽  
It Training ◽  
Operational Issues

Most existing studies on technology training address the operational issues of training process (e.g., training needs assessment, learning, delivery methods, etc.). The strategic concerns of IT training for enhancing business productivity largely are not addressed by the current literature. In this article, we explore the strategic concerns of IT training in hierarchical organizations, which are typically prevalent in developing countries. We synthesize various ideas in the literature on change management, training needs analysis, and IT adoption in order to evolve a strategic IT training framework for hierarchical organizations. The proposed framework recognizes the differences in IT training requirements for different levels of employees and suggests a differentiated training content for different segments of employees. The training framework provides an actionable and comprehensive tool that can be used for systematically planning IT training for enhancing productivity of organizations.

IT Training as a Strategy for Business Productivity in Developing Countries

2009 ◽  
pp. 300-310
Author(s):  
Shirish C. Srivastava ◽  
Thompson S.H. Teo
Keyword(s):  
Developing Countries ◽  
Management Training ◽  
Training Needs ◽  
It Adoption ◽  
Delivery Methods ◽  
Training Requirements ◽  
Training Needs Assessment ◽  
Hierarchical Organizations ◽  
It Training ◽  
Operational Issues

Most existing studies on technology training address the operational issues of training process (e.g., training needs assessment, learning, delivery methods, etc.). The strategic concerns of IT training for enhancing business productivity largely are not addressed by the current literature. In this article, we explore the strategic concerns of IT training in hierarchical organizations, which are typically prevalent in developing countries. We synthesize various ideas in the literature on change management, training needs analysis, and IT adoption in order to evolve a strategic IT training framework for hierarchical organizations. The proposed framework recognizes the differences in IT training requirements for different levels of employees and suggests a differentiated training content for different segments of employees. The training framework provides an actionable and comprehensive tool that can be used for systematically planning IT training for enhancing productivity of organizations.

IT Training as a Strategy for Business Productivity in Developing Countries

2011 ◽  
pp. 2941-2951
Author(s):  
Shirish C. Srivastava ◽  
Thompson S.H. Teo
Keyword(s):  
Developing Countries ◽  
Management Training ◽  
Training Needs ◽  
It Adoption ◽  
Delivery Methods ◽  
Training Requirements ◽  
Training Needs Assessment ◽  
Hierarchical Organizations ◽  
It Training ◽  
Operational Issues

Most existing studies on technology training address the operational issues of training process (e.g., training needs assessment, learning, delivery methods, etc.). The strategic concerns of IT training for enhancing business productivity largely are not addressed by the current literature. In this article, we explore the strategic concerns of IT training in hierarchical organizations, which are typically prevalent in developing countries. We synthesize various ideas in the literature on change management, training needs analysis, and IT adoption in order to evolve a strategic IT training framework for hierarchical organizations. The proposed framework recognizes the differences in IT training requirements for different levels of employees and suggests a differentiated training content for different segments of employees. The training framework provides an actionable and comprehensive tool that can be used for systematically planning IT training for enhancing productivity of organizations.

TRAKS Model

2008 ◽  
pp. 59-72
Author(s):  
Shirish C. Srivastava ◽  
Thompson S.H. Teo
Keyword(s):  
Technology Training ◽  
Management Training ◽  
Training Needs ◽  
It Adoption ◽  
Large Measure ◽  
Training Requirements ◽  
Strategic Role ◽  
Hierarchical Organizations ◽  
It Training ◽  
Operational Issues

Introduction of new information technology (IT) in organizations is a necessary but not a sufficient condition for organizational success. The effective adoption and use of IT by organizations is dependent to a large measure on the strategic planning for using the technology, including long-term planning for training the organizational members. Despite the strategic nature of technology training in organizations, most existing studies on technology training address only the operational issues e.g. training needs assessment, learning, delivery methods, etc. The strategic concerns of IT training for enhancing business productivity are largely not addressed by the current literature. To address this gap, we explore the strategic role of IT training in hierarchical organizations. We synthesize various ideas in the literature on change management, training needs analysis and IT adoption to evolve a ‘strategic IT training framework’ for hierarchical organizations, namely the TRAKS model. The proposed framework recognizes the differences in IT training requirements for different levels of employees. Further, the model suggests tracking training requirements based on attitudes, knowledge, and skills for different segments of employees and planning training accordingly. The study provides an actionable and comprehensive tool, which can be used for systematically planning IT training for enhancing productivity of organizations.

scholarly journals MANAGEMENT OF TRAINING PROGRAMS BY HRD CV.SULTAN COFFEE INDONESIA

2021 ◽  
Vol 14 (1) ◽  
pp. 1-8
Author(s):  
Bambang Septiawan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Training Program ◽  
Human Resource ◽  
Training Programs ◽  
Training Evaluation ◽  
Management Training ◽  
Analysis Data ◽  
Training Needs ◽  
Training Needs Assessment

This research focuses on investigating the management of training program which held by CV. Sultan Coffee Indonesia. Even though, this company still in process of developing since 2019, it needs to conduct training regularly to build up the excellent capacity to the employee for making sure the products follows market wants. The theories used are about human resource management focusing on developing good capacity for employee from several experts. The data is taken by observing, the secondary researcher is full observer that assist a lot for collecting the data. The analysis data is done sequently until find and describe the result as well as discussion of the research. The result finds that management training program starting with training needs assessment analysis, goal formulation, design, implementation, until training evaluation. Each step is done sequently according to the needs of training regularly or conditionally based on the requirement for gaining the highest market and profit.

scholarly journals The challenges confronting the training needs assessment in Saudi Arabian higher education

2022 ◽  
Vol 14 ◽  
pp. 184797902110497
Author(s):  
Majed Bin Othayman ◽  
John Mulyata ◽  
Abdulrahim Meshari ◽  
Yaw Debrah
Keyword(s):  
Higher Education ◽  
Needs Assessment ◽  
Human Resource Development ◽  
Public Universities ◽  
Saudi Arabian ◽  
Training Needs ◽  
Faculty Members ◽  
Growth Potential ◽  
Training Requirements ◽  
Training Needs Assessment

This research examines the problems encountered by the Training Needs Assessment (TNA) system from the perspective of faculty members and Human Resources (HR) managers in emerging public universities in the Saudi Arabian Higher Education sector. It aims to understand how problems with this will affect the success rate of Training and Development (T&D) curriculums. The research comprises an analytical study using a case study method of analysis. Qualitative data collection was carried out using semi-structured interviews with 75 senior managers and faculty members of four selected universities, selected using purposive non-random sampling. The data was analysed using Thematic Analysis (TA). The results highlight the insufficiency of the TNA techniques applied to ascertain training requirements. The primary obstacles to successful TNA were inadequate HR processes, insufficiently experienced HR directors, poor engagement, and favouritism concerning the selection of candidates for T&D. These issues affect the enthusiasm of those in the department. Additionally, resources required for T&D, particularly time and money, are misused, which could influence the growth potential of the universities against the country’s Vision 2030 plan. The findings indicate procedural differences in selecting and approving staff requests for Human Resource Development (HRD) support, managerial discretion in selecting participants for HRD programmes, and selective or restricted access to HRD programmes for foreign-born employees, which raises significant questions about equality policies. This study is unique as a contribution to the literature in exploring the challenges faced by the TNA process in Saudi Arabian Higher Education, therefore broadening understanding in the field as a whole, especially concerning the developing countries and Gulf Cooperation Council of Nations. The study concludes that there is currently unsatisfactory commitment in determining the staff training needs by the HR departments of Saudi Arabian public universities, which damages morale and leads to a lack of faith between HR directors and departmental staff. Finally, this study contributes to the area of policy decision-making by reporting the present situation surrounding the issues related to the application of TNA in T&D.

Tailoring training programs for sustainability management based on the training needs assessment

2020 ◽  
pp. 1-28
Author(s):  
Anca Draghici ◽  
Gabriela Fistis ◽  
Nicoleta Luminita Carutasu ◽  
George Carutasu
Keyword(s):  
Sustainable Development ◽  
Literature Review ◽  
Needs Assessment ◽  
Training Program ◽  
Human Resource Development ◽  
Management Training ◽  
Training Needs ◽  
Sustainability Management ◽  
Training Needs Assessment ◽  
Management Position

BACKGROUND: Human resource development in sustainability is a prerequisite of enhancing the success of any organization. Education for sustainable development has been recognized as a key process to support employees’ skills development to positively reoriented their behavior to the sustainable development values and principles. In the article context, based on a synthetic literature review for charting the sustainability taxonomy, there has been created a first general inventory of topics needed to be considered for designing a training program in the field. OBJECTIVE: The objective of the present paper is to identify the general Qualification Matrix defining the training program for sustainability management (based on a training needs assessment study). Furthermore, the research will demonstrate how the training program could be tailor for the case of “management position” research variable. METHODS: First method applied in the study include a synthetic literature review for charting the sustainability taxonomy (creation of comprehensive inventory of topics needed to be considered for designing a training program for sustainability management). Second, based on the sustainability taxonomy, a questionnaire was designed and used in a survey for the training needs assessment. The research sample consisted of 207 respondents, potential trainees that are employees of different companies (from Austria, France, Romania and Slovenia), with a balanced structure of management position and distribution of age. Predictive Analytics Software (PASW, developed by IBM, formerly known as SPSS) for statistical processing has been used for statistical data analyses. RESULTS: The study results have indicated that the most appropriate training methods to be used in the sustainability management training program consists in a combination of: “Theoretical knowledge + examples of good practices + exercises + individual projects”. The process of tailoring the sustainability management training program has been demonstrated for the case of “management position” research variable (with three sub-categories of respondents: top managers, middle and low managers and professionals with no management position) and was based on the defined Qualification Matrix (consists of 5 training units and 19 training elements). CONCLUSIONS: The research have valuable contribution in the field of human resources development, particularly by offering a concrete solution in designing and tailoring a training program for sustainability managers started with the training needs assessment and the Qualification Matrix definition.

scholarly journals A Training Needs Analysis Case Study at Legal Aid Queensland

2015 ◽  
Vol 10 (4) ◽  
pp. 62
Author(s):  
Claudia Davies ◽  
Richard Vankoningsveld
Keyword(s):  
Training Program ◽  
Training Needs ◽  
Needs Analysis ◽  
Library Services ◽  
Legal Aid ◽  
Regional Office ◽  
Statistics Analysis ◽  
Training Needs Assessment ◽  
Training Activities ◽  
It Training

Abstract Objective – Legal Aid Queensland Library Services plan, design and deliver a training program comprising seven individual components including induction training, individual instruction, group training, and regional office training. The program is guided by a formal, detailed training plan developed by experienced library trainers. Training needs assessment however has been informal and infrequent. Library Services commenced a formal training needs analysis (TNA) in 2014. It was designed to gather evidence for decision making around future training activities. Methods – The TNA was comprised of five quantitative and qualitative components: analysis of catalogue and knowledge management database usage statistics; analysis of paid subscription usage statistics; analysis of library reference and research request data; work shadowing library clients; and interviews with selected team managers. Results – Each component revealed different aspects of our clients’ training needs. The results of the TNA revealed gaps in current training and education services, and opportunities for maximizing the effectiveness of our training program. The TNA also provided infrmation about our products and services beyond implications for training. Conclusion – As a result of the TNA the LAQ library has made changes to it training activities, which we believe are now more closely aligned with client needs and organizational objectives than they were in the past.

Assessing the Training Needs of High-Potential Managers

2002 ◽  
Vol 31 (4) ◽  
pp. 464-484 ◽  
Author(s):  
W. David Patton ◽  
Connie Pratt
Keyword(s):  
Needs Assessment ◽  
State Government ◽  
Group Discussion ◽  
Development Program ◽  
Management Development ◽  
Management Training ◽  
Training Needs ◽  
Comprehensive Management ◽  
Advantages And Disadvantages ◽  
Training Needs Assessment

Two important issues prompting the creation of comprehensive management development programs in state government are the promotion of technically competent employees to supervisory positions who have not been prepared to manage, and the impending loss of state managers to retirement and the need for succession planning. With these issues in mind, training needs assessment (TNA) is necessary to understand both the needs of the organization for competent managers and of the individuals who are to be prepared to manage in state government. In this case study, we review the advantages and disadvantages of various TNA techniques and select focus groups to conduct the training needs assessment for a comprehensive management development program. Through several focus group sessions, the perspective of practicing managers was solicited for management training needs throughout the state. Alternatives were widely discussed and a synergy of ideas created through the group discussion format. State managers became more informed about the plan for management development and support for the concept was generated among important stakeholders. State managers clearly wanted training that would be immediately applicable to their job duties and wanted the training delivered in a way that is conducive to adult learning. We found that managers are most concerned with effectively performing their roles and responsibilities as managers, and that they must demonstrate leadership and human relations skills in the performance of their responsibilities.

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